Required positions, staff ratios, Live Scan requirements, training hours, shift scheduling, on-call plans, and what every personnel file must contain. Everything you need to staff a California RCFE legally and efficiently.
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CCR §87411 requires that a responsible person be on the premises at all times when residents are present. For a 6-bed facility, this is typically a 1:6 ratio during waking hours. Overnight, awake supervision may be required depending on the functional level of your residents. The guide details the specific ratio requirements and how resident acuity affects your staffing obligations.
California law requires that the Administrator of Record be available to carry out their administrative duties and respond to the facility. They do not have to live on-site, but must be reachable 24 hours a day and must have a designated responsible person on-site whenever they are absent. For small 6-bed homes, the administrator and primary caregiver are often the same person.
CCR §87412 requires that all employees, contractors, and household members age 18+ who have contact with residents complete a Live Scan fingerprint-based background check before working with residents unsupervised. CDSS must clear the background check. Individuals with certain criminal convictions are disqualified from working in or residing at licensed care facilities.
Before working with residents, new staff must receive training in resident rights, emergency procedures, and mandated reporting. CPR and First Aid certification is required for direct care staff. Medication assistance training is required before staff can assist with any medications. The guide covers the complete training sequence and documentation requirements.
Yes. Family members of the owner can be paid employees of the RCFE, but the same clearance, training, and personnel file documentation requirements apply to them as to any other employee. Family members who reside at the facility and are 18 or older must also complete Live Scan clearance. Pay rates for family members must be reasonable and documented like any other payroll.